#Unilever Financials

[yourusatoday]

Unilever PLC – Comprehensive Financial Analysis

Unilever PLC is a British multinational consumer goods company, headquartered in London, England. With a diverse portfolio of products ranging from food and beverages to personal care and household items, Unilever Financials is a significant player in the global market. Founded in 1929 through the merger of Lever Brothers and Margarine Unie, Unilever has grown to become one of the world's leading suppliers of fast-moving consumer goods (FMCG).

To know about the assumptions considered for the study, Download for Free Sample Report

Financial Performance Overview

Unilever’s financial performance highlights its resilience, strategic growth, and commitment to delivering shareholder value. The company’s extensive product range and global reach have enabled it to maintain strong financial health.

Revenue and Growth

Unilever’s revenue generation is robust, supported by its diversified product lines and geographical presence. The company’s revenue streams are well-distributed across its three main divisions: Beauty & Personal Care, Foods & Refreshment, and Home Care.

Total Revenue: Unilever reported total revenue of €52.4 billion in the most recent fiscal year, reflecting steady growth across its key markets.

Geographic Distribution: Europe accounts for 31% of revenue, the Americas contribute 34%, and the Rest of the World (including Asia, Africa, and the Middle East) represents 35%.

Category Breakdown: Beauty & Personal Care accounts for 41% of revenue, Foods & Refreshment for 37%, and Home Care for 22%.

Profitability

Unilever’s profitability underscores its effective cost management, operational efficiency, and strategic pricing initiatives.

Operating Profit: The company reported an operating profit of €8.3 billion, translating to an operating margin of 15.8%.

Net Profit: Unilever achieved a net profit of €6.1 billion, with a net profit margin of 11.6%.

Earnings Per Share (EPS): The EPS for the fiscal year was €2.27, demonstrating consistent profitability.

[transmutationisms]

in addition to being prone to an obvious naturalistic fallacy, the oft-repeated claim that various supplements / herbs / botanicals are being somehow suppressed by pharmaceutical interests seeking to protect their own profits ('they would rather sell you a pill') belies a clear misunderstanding of the relationship between 'industrial' pharmacology and plant matter. bioprospecting, the search for plants and molecular components of plants that can be developed into commercial products, has been one of the economic motivations and rationalisations for european colonialism and imperialism since the so-called 'age of exploration'. state-funded bioprospectors specifically sought 'exotic' plants that could be imported to europe and sold as food or materia medica—often both, as in the cases of coffee or chocolate—or, even better, cultivated in 'economic' botanical gardens attached to universities, medical schools, or royal palaces and scientific institutions.

this fundamental attitude toward the knowledge systems and medical practices of colonised people—the position, characterising eg much 'ethnobotany', that such knowledge is a resource for imperialist powers and pharmaceutical manufacturers to mine and profit from—is not some kind of bygone historical relic. for example, since the 1880s companies including pfizer, bristol-myers squibb, and unilever have sought to create pharmaceuticals from african medicinal plants, such as strophanthus, cryptolepis, and grains of paradise. in india, state-created databases of valuable 'traditional' medicines have appeared partly in response to a revival of bioprospecting since the 1980s, in an increasingly bureaucratised form characterised by profit-sharing agreements between scientists and local communities that has nonetheless been referred to as "biocapitalism". a 1990 paper published in the proceedings of the novartis foundation symposium (then the ciba foundation symposium) spelled out this form of epistemic colonialism quite bluntly:

Ethnobotany, ethnomedicine, folk medicine and traditional medicine can provide information that is useful as a 'pre-screen' to select plants for experimental pharmacological studies.

there is no inherent oppositional relationship between pharmaceutical industry and 'natural' or plant-based cures. there are of course plenty of examples of bioprospecting that failed to translate into consumer markets: ginseng, introduced to europe in the 17th century through the mercantile system and the east india company, found only limited success in european pharmacology. and there are cases in which knowledge with potential market value has actually been suppressed for other reasons: the peacock flower, used as an abortifacient in the west indies, was 'discovered' by colonial bioprospectors in the 18th century; the plant itself moved easily to europe, but knowledge of its use in reproductive medicine became the subject of a "culturally cultivated ignorance," resulting from a combination of funding priorities, national policies, colonial trade patterns, gender politics, and the functioning of scientific institutions. this form of knowledge suppression was never the result of a conflict wherein bioprospectors or pharmacists viewed the peacock flower as a threat to their own profits; on the contrary, they essentially sacrificed potential financial benefits as a result of the political and social factors that made abortifacient knowledge 'unknowable' in certain state and commercial contexts.

exploitation of plant matter in pharmacology is not a frictionless or infallible process. but the sort of conspiratorial thinking that attempts to position plant therapeutics and 'big pharma' as oppositional or competitive forces is an ahistorical and opportunistic example of appealing to nominally anti-capitalist rhetoric without any deeper understanding of the actual mechanisms of capitalism and colonialism at play. this is of course true whether or not the person making such claims has any personal financial stake in them, though it is of course also true that, often, they do hold such stakes.

[world-of-wales]

BREAKING NEWS -

THE ROYAL FOUNDATION BUISNESS TASKFORCE FOR EARLY CHILDHOOD RELEASES NEW REPORT!

Business investment in early childhood could unlock £45.5bn in value a year for the UK economy, according to a report by a taskforce created by the Princess of Wales.

In the report, CEOs from eight leading companies urged “businesses of all sizes across the UK, to join us and help build a healthy, happy society for everyone”.

The report by the Royal Foundation Business Taskforce for Early Childhood, set up by the princess in March 2023, said the figure included £12.2bn from equipping people with improved social and emotional skills in early childhood, £16.1bn from reducing the need to spend public funds on remedial steps for adverse childhood experiences and £17.2bn from supporting parents and caregivers of under-fives who work.

The princess, who announced in March she was undergoing preventive chemotherapy after a cancer diagnosis, was said to be “excited” by the report.

A Kensington Palace spokesperson said the release of the report should not be seen as the princess returning to work, but she has been kept fully up to date and seen the report.

Taskforce members announced new initiatives, including:

The Co-operative Group creating a specific early childhood fund as part of its unique apprenticeship levy share scheme, and committing to raise £5m over the next five years, creating more than 600 apprenticeships.

Deloitte focusing its ongoing investment in Teach First to include the early years sector for the first time, supporting 366 early years professionals in 2024.

NatWest Group extending its lending target for the childcare sector to £100m, launching an early years accreditation scheme to its staff and producing a financial toolkit for childcare providers to help them grow and succeed.

Ikea UK and Ireland expanding its contribution of support, design expertise and products for babies and young children to six new locations across the UK to help families with young children experiencing the greatest disadvantage.

The Lego Group donating 3,000 LEGO® Education Build Me “Emotions” sets, supported by training materials, to early years providers in the UK.

Christian Guy, the executive director of the Royal Foundation Centre for Early Childhood, said it was a “rallying cry” to business leaders to “transform the way our country supports the vital early years”.

The princess, Guy said, “feels passionately about the transformational impact of getting this right, together with business, both for the current generation and many more to come. She is looking forward to seeing momentum grow in the coming months and years.” The work of the centre was “rolling on while she recovers”, he added.

The Royal Foundation Business Taskforce for Early ChildhoodThe taskforce – comprising CEOs from the Co-operative Group, NatWest, Unilever, Ikea, Iceland Foods, Aviva, Deloitte and Lego – identifies five areas in which businesses can make the greatest impact for children under five, the adults around them, the economy and wider society.

These are: building a culture prioritising early childhood within businesses, local communities, and wider society; helping the families facing the greatest challenges access the basic support and essentials they need; offering parents and carers greater support, resources, choice, and flexibility with their work; prioritising and nurturing social and emotional skills in young children and the adults in their lives; and supporting initiatives that increase access to quality, affordable and reliable early childhood education and care.

[catherinetheprincessofwales]

May 2024: Invest in childhood to unlock £45.5bn a year, says Princess of Wales’s taskforce - The Guardian

Report from group set up by Catherine says business can improve early years and benefit all of society. Business investment in early childhood could unlock £45.5bn in value a year for the UK economy, according to a report by a taskforce created by the Princess of Wales.

In the report, CEOs from eight leading companies urged “businesses of all sizes across the UK, to join us and help build a healthy, happy society for everyone”.

The report by the Royal Foundation Business Taskforce for Early Childhood, set up by the princess in March 2023, said the figure included £12.2bn from equipping people with improved social and emotional skills in early childhood, £16.1bn from reducing the need to spend public funds on remedial steps for adverse childhood experiences and £17.2bn from supporting parents and caregivers of under-fives who work.

The princess, who announced in March she was undergoing preventive chemotherapy after a cancer diagnosis, was said to be “excited” by the report.

A Kensington Palace spokesperson said the release of the report should not be seen as the princess returning to work, but she has been kept fully up to date and seen the report.

Taskforce members announced new initiatives including:

The Co-operative Group creating a specific early childhood fund as part of its unique apprenticeship levy share scheme, and committing to raise £5m over the next five years, creating more than 600 apprenticeships.

Deloitte focusing its ongoing investment in Teach First to include the early years sector for the first time, supporting 366 early years professionals in 2024.

NatWest Group extending its lending target for the childcare sector to £100m, launching an early years accreditation scheme to its staff and producing a financial toolkit for childcare providers to help them grow and succeed.

Ikea UK and Ireland expanding its contribution of support, design expertise and products for babies and young children to six new locations across the UK to help families with young children experiencing the greatest disadvantage.

The Lego Group donating 3,000 LEGO® Education Build Me “Emotions” sets, supported by training materials, to early years providers in the UK.

Iceland Foods providing learning, awareness and support in all 1,000 Iceland and The Food Warehouse stores by featuring emoji posters at a child-friendly height – a practical tool to help customers with young children and to create a space of understanding and support in stores.

Christian Guy, the executive director of the Royal Foundation Centre for Early Childhood, said it was a “rallying cry” to business leaders to “transform the way our country supports the vital early years”.

The princess, Guy said, “feels passionately about the transformational impact of getting this right, together with business, both for the current generation and many more to come. She is looking forward to seeing momentum grow in the coming months and years.” The work of the centre was “rolling on while she recovers”, he added.

The taskforce – comprising CEOs from the Co-operative Group, NatWest, Unilever, Ikea, Iceland Foods, Aviva, Deloitte and Lego – identifies five areas in which businesses can make the greatest impact for children under five, the adults around them, the economy and wider society.

These are: building a culture prioritising early childhood within businesses, local communities, and wider society; helping the families facing the greatest challenges access the basic support and essentials they need; offering parents and carers greater support, resources, choice, and flexibility with their work; prioritising and nurturing social and emotional skills in young children and the adults in their lives; and supporting initiatives that increase access to quality, affordable and reliable early childhood education and care.

The authors are not lobbying the government for changes in policy, though the report has been briefed to No 10, the Department of Health and Social Care, and the Department for Education.

The report was not meant to be prescriptive, but rather a blueprint to start the conversation and encourage companies of any size to adopt initiatives, however small, its authors said.

[wyn-n-tonic]

I don't know who needs to hear this but supporting a brand that says they support a cause you believe in means nothing when their parent company is taking those profits to fund the the thing you are in opposition to.

"Sephora supports Palestine." Sephora is owned by LVMH which gives money to Israel. "Ben & Jerry's supports Palestine." Ben & Jerry's is owned by Unilever who, after being sued by the board of Ben & Jerry's and having had the case thrown out, said that they own the financials and the branding and therefore will do whatever they want. Unilever gives money to Israel.

This shit is on the internet. On Wikipedia. For free. Use your search engine and your brain. If you have disposable income to go hard as a motherfucker at Sephora and on some $9 pints of ice cream, maybe donate it to the Palestinian Children's Relief Fund. Or donate to Palestinian creators and artists who are taking their profits from their small businesses to send to the appropriate charities they are affiliated with that gets resources to their loved ones in Gaza.

When you are boycotting and trying to choke money away from companies that fund things you are in direct opposition to, please look at their parent company. The parent company controls the stocks and the finances. Boycotting does not work if you continue to fund the parent companies that control where those profits go.

[mindfulmoneyhub]

Building Your Tax-Free Nest Egg: Stock Selection for Roth IRAs

Investing in a Roth IRA for retirement? Picking the right stocks is key! This post explores:

* Goal-based investing: Growth, income, or stability? Choose your focus.

* Diversification is king: Spread your bets across sectors and regions to minimize risk.

* Research is crucial: Analyze financials, valuation, and industry trends.

* Know your risk tolerance: Are you young and aggressive or nearing retirement?

* Long-term view wins: Focus on stocks with long-term growth potential.

* Regular reviews are essential: Adapt your portfolio as your goals and market conditions change.

Example Balanced Portfolio:

* Growth: Amazon, Apple, Tesla

* Dividend Income: Johnson & Johnson, P&G, Coca-Cola

* International: Alibaba, Nestle, Toyota

* Sector Diversification: Tech (Microsoft), Healthcare (Pfizer), Consumer Staples (Unilever), Financials (JPMorgan Chase)

Pro Tip: Consider ETFs/Index Funds for broader market exposure!

Ready to learn more? Check out our full blog post for a deeper dive into stock selection for Roth IRAs! Link below ⬇️

Disclaimer: This is not financial advice. Please conduct your own research and seek professional guidance if needed.

#rothira #investing #stocks #retirementplanning

[papermoonloveslucy]

LUX RADIO THEATRE presents FANCY PANTS

September 10, 1950

Lux Radio Theatre (1935-55) was a radio anthology series that adapted Broadway plays during its first two seasons before it began adapting films (”Lux Presents Hollywood”). These hour-long radio programs were performed live before studio audiences in Los Angeles. The series became the most popular dramatic anthology series on radio, broadcast for more than 20 years and continued on television as the Lux Video Theatre through most of the 1950s. The primary sponsor of the show was Unilever through its Lux Soap brand.

Fancy Pants was broadcast live from Hollywood on CBS Radio in front of a live audience.

Produced and Hosted by William Keighley

Written by Edmund Hartman, who also wrote the screenplay

Libby Collins is billed as a "Hollywood Reporter" during the Act One commecial break and Joan Taylor is guest for the Act Two commerical break.

THE CAST

Lucille Ball (Agatha Floud, American Debutante) was born on August 6, 1911 in Jamestown, New York. She began her screen career in 1933 and was known in Hollywood as ‘Queen of the B’s’ due to her many appearances in ‘B’ movies. With Richard Denning, she starred in a radio program titled “My Favorite Husband” which eventually led to the creation of “I Love Lucy,” a television situation comedy in which she co-starred with her real-life husband, Latin bandleader Desi Arnaz. The program was phenomenally successful, allowing the couple to purchase what was once RKO Studios, re-naming it Desilu. When the show ended in 1960 (in an hour-long format known as “The Lucy-Desi Comedy Hour”) so did Lucy and Desi’s marriage. In 1962, hoping to keep Desilu financially solvent, Lucy returned to the sitcom format with “The Lucy Show,” which lasted six seasons. She followed that with a similar sitcom “Here’s Lucy” co-starring with her real-life children, Lucie and Desi Jr., as well as Gale Gordon, who had joined the cast of “The Lucy Show” during season two. Before her death in April 1989, Lucy made one more attempt at a sitcom with “Life With Lucy,” also with Gordon, which was not a success and was canceled after just 13 episodes. She died on April 26, 1989 at the age of 77.

Bob Hope (Mr. Arthur Tyler / ‘Humphrey’ aka ‘Oliver Grimes’ aka ‘Fancy Pants’) was born Lesley Townes Hope in England in 1903. During his extensive career in virtually all forms of media he received five honorary Academy Awards. In 1945, Desi Arnaz was the orchestra leader on Bob Hope’s radio show. Ball and Hope did three other films together. He appeared as himself on the season 6 opener of “I Love Lucy.” He did a brief cameo in a 1964 episode of “The Lucy Show.”  He died in 2003 at age 100.

Norma Varden (Gwendolyn Fairmore / ‘Lady Maude Brinstead’) is probably best known for playing Frau Schmidt, the somewhat circumspect housekeeper at the Von Trapp mansion in 1965′s The Sound Of Music. Lucy fans will remember her as weepy Mrs. Benson, who Lucy Ricardo convinces to swap apartments in “The Ricardos Change Apartments” (ILL S2;E26) in 1953. The London-born actress turned up on an episode of “The Lucy Show”.

Gail Bonney was seen in two 1950 films featuring Lucille Ball.  In March 1950, she played an uncredited bicyclist in A Woman of Distinction in which Lucille Ball had a cameo as herself. In September 1950, Bonney was seen in the Lucille Ball film The Fuller Brush Girl. Two years later, Gail Bonney played Mrs. Hudson in "The Amateur Hour," (ILL S1;E14) hiring Lucy Ricardo to babysit her twin boys. She returned to do a 1965 episode of "The Lucy Show” titled “Lucy and The Ceramic Cat” (TLS S3;E16). Bonney’s final appearance on a Lucy sitcom was in a 1968 episode of "Here’s Lucy” titled “Lucy and Eva Gabor” (HL S1;E7).

Also featuring: Constance Cavendish (Effie Floud), Charlie Lung, Edwin Max, Robert O, and Dan O'Herlihy.

Fancy Pants is a 1950 American romantic comedy western film directed by George Marshall and starring Bob Hope and Lucille Ball. It is a musical adaptation of Ruggles of Red Gap. The Paramount film premiered on July 19, 1950.

Synopsis: In 1905, an American actor (Arthur Tyler) impersonating an English butler named Humphry is hired by a nouveau riche woman (Effie Floud) from New Mexico to refine her husband and her headstrong daughter (Aggie). Complications ensue when the town believes Arthur to be an Earl, and President Roosevelt decides to pay a visit. 

Music: The Fancy Pants theme by Jay Livingston and Ray Evans is used at the broadcast's act openings. Although in the film Lucille Ball's vocals were dubbed by Annette Warren, here Ball does her own singing of the title tune.

As in the film, Bob Hope sings "Home Cookin'" by Jay Livingston and Ray Evans.

Exit music is from "Round-up on the Prairie" by Aaron Kenny.

FANCY TRIVIA

Bob Hope tended to ad-lib dialogue, sometimes based on current events or his whim. These 'mentions' by Hope may have been unscripted. It is often difficult to determine if it is Bob Hope, Humphrey the butler, or actor Arthur Tyler speaking. Most of the references are anachronistic as the action takes place in 1905.

THEODORE 'TEDDY' ROOSEVELT ~ was the 26th President of the United States from 1901 to 1909. The youngest man ever to be elected President at age 42, he was a statesman, conservationist, and soldier. The action of “Lucy Wins A Racehorse” (1958) is set at the now defunct Roosevelt Raceway on Long Island. The raceway is named after the village of Roosevelt, which was named for him.

Bob Hope mentions Stopette, an underarm deodorant sold from 1941 until 1956. It was a longtime sponsor of the CBS game show "What's My Line?". Lucille Ball made six appearances on the show, one alongside Bob Hope. Time Magazine called Stopette "the best-selling deodorant of the early 1950s"

After a joke about being pelted with tomatoes, Bob Hope mentions Red Skelton, a comic actor who appeared with him in 17 film and television projects, six of which also included Lucille Ball. Skelton appeared as himself on "The Lucy-Desi Comedy Hour" in 1959.

Hope mentions Jergens Lotion, a product marketed by the Andrew Jergens Company, founded in 1882 in Cincinatti, Ohio.

Bing Crosby is winkingly mentioned by Bob Hope. Hope and Crosby were screen partners, filming seven 'Road' pictures between 1940 and 1962.

The Act One commercial for bath size Lux Soap refers to the RKO film His Kind of Woman, starring Robert Mitchum and Jane Russell, who is said to be a Lux girl. The film is set in Mexico and produced by Howard Hughtes. The film wouldn't be released for 11 months after the broadcast.

Telling a dramatic story, Bob Hope mentions Lipton Tea ("They cut off our Liptons!"). During the story, Hope starts to laugh and momentarily pauses before getting back on script. Historically, Thomas Lipton started selling tea in Scotland in 1871, his name eventually becoming synonymous with the product.

Talking about poor western hospitality, Hope mentions Spade Cooley, a musician and actor from Oklahoma who found success in Hollywood. Cooley was part Cherokee Indian. His biggest hit was "Shame On You". Ten years after this broadcast, he was convicted of murdering his wife.

CART BELKNAP: "What happened to that big elephant you were riding?" HUMPHREY: "He'd gone to Washington to get ready for '52." (Hope ad libs after audience laughs) "I never dreamed of that!"

Hope is referring to the elephant that is the symbol of the Republican party. In 1950, it was expected that Democratic President Harry S. Truman would seek a third term. Truman had become President after the death of Franklin Roosevelt and then went on to win his first full term in 1948. In 1952, America would have had a Republican in the White House since 1933. As it turned out, Truman decided not to run in 1952, despite being exempt from term limit legistlation he himself signed into law. The winner was indeed a Republican, Dwight Eisenhower.

HUMPHREY: "Water! Water! Anything that'll save my life! A packet of Chesterfields!" Hope was a spokesperson for the cigarette. The brand was manufactured by a subsidiary of Philip-Morris, the tobacco company that sponsored "I Love Lucy" in 1951. The studio audience laughs at this ad-lib.

HUMPHREY: "I'm no Earl. I'm not even Humphrey. I'm an Arthur Tyler, an actor: AFTRA, AGVA, and SAG. And paid up!"

Hope's ad-lib refers to the performers unions American Federation of Television and Radio Artists (AFTRA), American Guild of Variety Artists (AGVA), and the Screen Actors Guild (SAG). At the time of broadcast, Ronald Reagan was president of SAG. Recently, SAG and AFTRA merged to create SAG-ATRA. Needless to say, these labor unions did not exist in 1905.

During the second act commercial break, Joan Taylor and William Keighley mention Paramount's Here Comes the Groom starring Jane Wyman and Alexis Smith, both said to be "Lux Lovely". The Frank Capra film was released September 20, 1951 and won a 1952 Oscar for Best Song: "In the Cool, Cool, Cool of the Evening." Coincidentally, Gail Bonney, who is heard in this radiocast, appears uncredited as a telephone operator in the film.

After singing "Home Cookin'" with Ball, Hope quickly quips "Thank you, Margaret." In June 1950, Hope had joined songstress Margaret Whiting and the Starlighters to release a single of the song - sans Lucy. The mention of Margaret causes the studio audience to erupt in laughter, and the actress playing Effie has to say: "Listen! I'm talkin' to you!"

HUMPHREY: "I've been practicing the royal sneer all morning. I'll soon be getting fan mail from Basil Rathbone."

Basil Rathbone was an actor best known for his portrayal of Sherlock Holmes in a series of films. In 1954, Hope and Rathbone starred together in the light comedy Casanova's Big Night. Rathbone had previously guest starred on Hope's 1941 radio show.

HUMPHREY: "The whole day on horseback! I may find a new place to put my Dr. Scholl's foot pads!"

Dr. William Mathias Scholl was born on June 22, 1882 in La Porte, Indiana. He learned about foot care and shoes thanks to his grandfather, who was a shoemaker in Germany. He founded the Dr. Scholl’s company in 1906.

HUMPHREY: "Listen Aggie, I can't ride a horse. I can't even ride a jack ass. Even after all those road pictures we did together."

Hope is making a snide joke about Bing Crosby, who (at that point) starred with him in five "Road To..." films, most with Dorothy Lamour. Two more would follow in 1952 and 1962.

After Act Three, Libby Collins and Mr. Keighley announce a contest to identify a mystery Hollywood Lux girl. They say that her first name is June. [It was later revealed to be June Allyson.]

At the conclusion of the story, Bob Hope and Lucille Ball are briefly interviewed by Mr. Keighley. Hope mentions a contest to win a world premiere of his next film, My Favorite Spy, in the listener's hometown. The film premiered on Christmas Day 1952.

Keighley promotes next week's Lux Radio Theatre, Sunset Boulevard, starring the original film stars Gloria Swanson and William Holden, and featuring Nancy Gates.

A final commercial suggests washing stockings in Lux.

[allthebrazilianpolitics]

Brazil's Richest Man Loses Billions as His M&A Machine Breaks Down

It wasn’t too long ago that Jorge Paulo Lemann was arguably the most respected—and feared—corporate baron on Earth. The Brazilian billionaire and his two longtime business partners were scooping up multinational giants at a frenetic clip and folding them into the vast empire they built from Rio de Janeiro.

In 2008 it was Anheuser-Busch InBev. In 2010, Burger King. Then came H.J. Heinz, Tim Hortons, Kraft Foods Group and, finally, in 2016, the biggest of them all: brewer SABMiller. With each new acquisition, Lemann, inspired by his idol, former General Electric Co. Chief Executive Officer Jack Welch, would order up deep cost cuts. Perks were eliminated, payrolls slashed, factories shuttered.

It was excruciating for rank-and-file employees but thrilling for Lemann’s financial backers, who pocketed windfall gains as the new, leaner companies churned out ever-bigger profits. The 3G model, as it was dubbed on Wall Street in honor of Lemann’s principal investment company, 3G Capital Inc., was so ruthlessly effective that it began to revolutionize thinking in C-suites across America. Even Warren Buffett, who invested in a couple of the deals Lemann struck, seemed mesmerized. “Jorge Paulo and his associates are extraordinary managers,” he gushed in 2013.

But then, just like that, it all went wrong for Lemann. In early 2017 he was rebuffed when he tried to acquire European conglomerate Unilever Plc for $143 billion and merge it with Kraft Heinz Co. This exposed a fundamental flaw: 3G’s obsessive focus on costs, rather than on expanding the business, meant it needed a never-ending pipeline of big targets that it could buy and squeeze savings from so it could keep boosting profits. Starved of fresh acquisitions, 3G faltered. The prices of the stocks of Kraft Heinz and Anheuser-Busch (which is technically outside of 3G) cratered, Lemann and his partners’ collective fortune shrank by $14 billion, and the vaunted 3G model had, for all intents and purposes, died.

So Lemann, now 83, already had a distinct lion-in-winter feel to him when Americanas SA, a Brazilian retail giant that he and his partners have been major shareholders for decades, collapsed into bankruptcy last month after a $3.8 billion hole was discovered in the company’s balance sheet.

Continue reading.

[spotlightstory]

Those who run corporations have names and addresses. Our spending at the grocery store make them wealthy. I'm always amazed how the names of people making the decisions and setting the prices stays out of the press. These are the people who read reports on how much the market (people) will spend and devise methods to push up profits. Reading about a company's leadership informs you about their products which usually are known by another name.

Danone: Shane Grant is our Group Deputy CEO, CEO Americas and EVP Dairy, Plant-Based and Global Sales. Shane oversees North America and Latin America

General Mills: Jeffrey L. Harmening is Chairman and Chief Executive Officer of General Mills, Inc. The Board: R. Kerry Clark, Benno O. Dorer, C. Kim Goodwin, Maria G. Henry, Jo Ann Jenkins, Elizabeth C. Lempres, John C. Morikis, Diane L. Neal, Steve Odland, Maria A. Sastre, Eric D. Sprunk, Jorge A. Uribe

Mondelez: Dirk Van de Put is Chairman and CEO of Mondelēz International, a global snacking leader 

Unilever: Fabian Garcia "My purpose: providing means to those around me, to find fulfilment and happiness." Quote from his webpage. Means=$$$ (and fulfillment is misspelled)

Pepsi: Ram Krishnan oversees all aspects of PepsiCo's beverage business in North America. Ramon Laguarta is the Chairman of the Board of Directors and Chief Executive Officer of PepsiCo. 

CocaCola: James Quincey. Chairman and Chief Executive Officer; John Murphy. President and Chief Financial Officer 

Nestle: Steve Presley is Executive Vice President and Chief Executive Officer, Zone North America, and Market Head for the U.S.

Source

[ims-unison-university]

Top Industries That Value an MBA Degree

Earning an MBA can open doors to numerous career opportunities across various sectors. With its focus on leadership, strategy, and management skills, an MBA is a valuable qualification in today’s competitive job market. If you’re considering an MBA in Dehradun or in any other area, you’ll be pleased to know that the qualification is respected across several industries. Let's explore some of the top sectors that value this degree and why they seek out MBA graduates.

Finance and Banking

The finance and banking sector is one of the traditional homes for MBA graduates. Banks, investment firms, and insurance companies all look for individuals with solid business and financial skills to help them grow and manage risks. From investment banking to financial analysis and wealth management, MBAs are often sought for their ability to interpret complex data, create strategic plans, and make high-stakes decisions. An MBA with a finance specialisation is especially useful here, as it provides the knowledge needed to navigate the dynamic financial markets.

Consulting

Consulting is another major field in which an MBA holds significant value. Consulting firms such as McKinsey, Bain, and BCG often hire MBA graduates due to their problem-solving skills and business acumen. Consultants work with different organisations to improve their business processes, develop growth strategies, or troubleshoot challenges. An MBA prepares you with the skills to tackle these issues, making you an ideal candidate in the consulting world. It’s a fast-paced, challenging field, but one where MBA graduates can thrive by using their strategic thinking and analytical skills.

Technology

The technology industry has evolved rapidly, with many tech firms recognising the need for professionals who can bridge the gap between technical expertise and business strategy. Companies like Google, Amazon, and Microsoft actively recruit MBA graduates to manage products, lead projects, and create effective growth plans. In technology roles, MBAs help drive innovation, develop new products, and make data-driven decisions that influence a company’s trajectory. If you’re interested in tech and have a knack for business, an MBA can help you break into this dynamic industry.

Healthcare

With the healthcare industry expanding globally, there is a growing demand for management professionals who understand both the clinical and business sides of healthcare. Hospitals, pharmaceutical companies, and healthcare consulting firms are all looking for MBA graduates who can improve efficiency, manage costs, and provide strategic direction. 

Retail and Consumer Goods

Retail and consumer goods companies often seek MBA graduates to help them understand market trends, manage supply chains, and enhance customer satisfaction. Brands such as Unilever, Procter & Gamble, and Nestlé look for individuals who can manage product lines, oversee marketing campaigns, and boost sales. In this industry, MBAs bring expertise in consumer behaviour, brand management, and operational efficiency. If you have an interest in the fast-paced retail sector, an MBA can offer a competitive edge.

Conclusion

Whether you’re interested in finance, technology, or even non-profit work, an MBA in Dehradun or elsewhere, can provide the knowledge and skills needed to excel across multiple industries. This degree equips you with a versatile skill set that opens up numerous career paths and offers opportunities for growth and advancement. So, if you’re considering an MBA, know that it’s a gateway to a world of possibilities across various fields.

[talenteam]

Employing Sustainable Practices to Draw in Eco-Aware Talent

Leaders across all industries are under increasing pressure to include eco-friendly recruiting practices into their hiring processes as sustainability continues to dominate discussions about corporate practices. Businesses are being evaluated more and more on their dedication to sustainability in operations and hiring practices, in addition to their financial performance. With the help of practical examples and useful ideas, this blog examines cutting-edge sustainable recruiting methods.

The Benefits Of A Sustainable Workplace Culture 

1. Greater Reputation and Brand Loyalty According to a Nielsen poll, 73% of customers worldwide said they would alter their purchase patterns in order to lessen their impact on the environment, with millennials driving this trend. Businesses that exhibit a sincere dedication to sustainability typically draw in committed staff members who share their beliefs in addition to eco-aware clients. For instance, Patagonia, which uses only sustainable materials in its goods and promotes laws that preserve the environment, has established a reputation as a brand connected with environmental activism. This dedication draws in like-minded workers who are driven by a common goal, which increases staff retention and fortifies brand loyalty.

2. Enhanced Efficiency in Operations A sustainable business frequently looks for methods to cut back on energy and waste, which results in large financial savings. Walmart, for instance, reduced its energy costs by 30% after implementing an energy-efficient store design in several of its locations. Businesses may now spend more in their employees by providing competitive pay and improved working conditions thanks to these operational efficiencies. Thus, putting an emphasis on sustainability indirectly enhances financial health, which helps recruit top individuals looking for stable, innovative, and secure businesses.

3. Increased Employee Contentment and Talent Retention Workers are increasingly searching for companies that prioritize a sustainable workplace culture, especially millennials and Gen Z. According to a Cone Communications report, 83% of millennials think they are more loyal to organizations that address social and environmental concerns, and 64% of them take these factors into account when choosing where to work. Businesses may lower attrition and boost employee happiness by establishing a sustainable environment, which will result in a more driven and effective team.

Sustainable Hiring Practices: Key Strategies

In order to implement sustainable employment practices, recruitment tactics must be in line with environmentally aware principles. Businesses are integrating sustainability into their employment procedures in the following ways:

1. Job descriptions that prioritize sustainability Prominent businesses are increasingly directly mentioning their dedication to sustainability in their employment advertisements. To indicate to prospective employees that they would be working for an environmentally conscientious organization, Unilever, for example, often emphasizes the company's environmental responsibility aims in its job descriptions. Candidates that value sustainability are drawn in by this transparency and are more likely to fit in with the company's culture, which increases retention.

2. Making Use of Green Hiring Resources and Platforms To reduce the carbon footprint associated with traditional hiring, eco-friendly businesses are using digital and sustainable workforce practices, such as online evaluations and video interviews. Companies like Microsoft and Google have moved a large portion of their hiring process online in order to save money on in-person interviews.

3. Establishing Positions Committed to Sustainability Another strategy is to design positions that directly support the organization's sustainability objectives. For example, IKEA employs specialized sustainability managers in charge of managing eco-friendly projects across their business. Employers may recruit applicants who are enthusiastic about sustainability and guarantee ongoing progress toward eco-friendly practices by employing people especially for sustainability-related professions.

4. Giving Local Hiring and Remote Work Priority Businesses are prioritizing local workers and encouraging remote work in an effort to lessen their environmental effect. Local hiring lowers the expenses and environmental effects of transferring personnel, while remote work minimizes the need for transportation, which lowers carbon emissions. For example, Salesforce has made a commitment to lessening their real estate footprint and facilitating more remote work in order to lower their carbon footprint and draw in workers who are looking for a flexible, environmentally friendly workplace.

Case Studies: Businesses Using Sustainable Hiring Methods Successfully

1. Patagonia: Aligning Business with Environmental Activism In terms of both hiring standards and product sustainability, Patagonia has long been a pioneer. The corporation encourages employees to take time off for voluntary activity linked to the environment and incorporates environmental advocacy into its mission statement. Patagonia is a great option for environmentally aware talent because of its dedication. Patagonia thus routinely scores highly on staff loyalty and satisfaction surveys. They started an internal program called "Patagonia Action Works" in 2020 that enables staff members to take part in environmental projects, fostering a feeling of belonging and purpose inside the business. 2. Unilever: Hiring for an Eco-Friendly Future Another business that has embraced sustainable employment methods is Unilever, which has matched its hiring approach with its Sustainable Living Plan. Unilever has established challenging sustainability goals and aggressively seeks out applicants who are enthusiastic in helping to achieve them. Young professionals may work on sustainability initiatives and obtain practical experience through the company's Sustainable Business and Communications Internship. Because of this, Unilever is able to draw in and keep workers who share its dedication to establishing sustainable living as the norm. 3. Google: Remote Opportunities and Eco-Friendly Workspaces Google has made strides toward sustainability by committing to operating on 24/7 carbon-free energy by 2030. This goal is supported by their recruitment strategy, which emphasises remote and local hires, reducing the environmental impact of employee commuting and relocation. Google’s eco-friendly facilities, powered by renewable energy, also attract employees who value sustainability. The company’s commitment to environmental goals makes it a magnet for eco-conscious talent who are motivated by the company’s high sustainability standards.

Sustainable Hiring Practices: Attracting Eco-Conscious Talent

As sustainability continues to dominate conversations around business practices, leaders in every sector face mounting pressure to integrate environmentally conscious principles into their hiring strategies. Companies are increasingly measured not just by financial performance but by their commitment to sustainability, both in operations and talent acquisition. This blog explores advanced sustainable hiring practices, supported by real-world examples and actionable insights.

Why A Sustainable Workforce Culture Is More Successful

1. Stronger Brand Loyalty and Reputation

In a study by Nielsen, 73% of global consumers reported they would change their consumption habits to reduce their environmental impact, with millennials leading the charge. Companies that demonstrate genuine commitment to sustainability tend to attract not only eco-conscious customers but also dedicated employees who share those values. Patagonia, for example, has built a brand synonymous with environmental activism, advocating for policies that protect the planet and using only sustainable materials in their products. This commitment attracts like-minded employees who are motivated by a sense of purpose, resulting in higher employee retention and stronger brand loyalty.

2. Increased Operational Efficiency

A Sustainable organisation often finds ways to reduce waste and energy consumption, leading to significant cost savings. Walmart, for instance, reduced its energy costs by 30% after implementing an energy-efficient store design in several of its locations. With these operational efficiencies, companies can afford to invest more in their workforce, from offering competitive salaries to creating better work environments. The focus on sustainability thus indirectly improves financial health, which is beneficial when it comes to attracting top talent who are seeking secure, stable, and forward-thinking employers.

3. Better Talent Retention and Employee Satisfaction

Employees, particularly millennials and Gen Z, are increasingly looking for employers who prioritise sustainable workforce culture. According to a study by Cone Communications, 64% of millennials consider a company’s social and environmental commitments when deciding where to work, and 83% say they are more loyal to companies that contribute to environmental and social issues. By creating a sustainable workplace, companies can reduce turnover rates and increase employee satisfaction, leading to a more motivated and productive workforce.

Sustainable Hiring Practices: Key Strategies

Adopting sustainable hiring practices involves aligning recruitment strategies with eco-conscious values. Here’s how companies are incorporating sustainability into their hiring processes:

1. Emphasising Sustainability in Job Descriptions

Leading companies are now incorporating their commitment to sustainability directly into job postings. For instance, Unilever’s job descriptions frequently highlight the company’s goals for environmental responsibility, signalling to potential candidates that they will be part of an eco-conscious organisation. This transparency attracts candidates who prioritise sustainability and are more likely to be a cultural fit, thus improving retention.

2. Using Green Recruitment Platforms and Tools

Eco-friendly companies are adopting digital and sustainable workforce cultures, such as video interviews and online assessments, to minimise the carbon footprint associated with traditional hiring. Firms like Google and Microsoft have shifted much of their recruiting online, saving resources associated with in-person interviews.

3. Creating Roles Dedicated to Sustainability

Another approach is to create roles that directly contribute to the company’s sustainability goals. For instance, IKEA has dedicated sustainability managers responsible for overseeing green initiatives within their operations. By hiring individuals specifically for sustainability-related roles, companies ensure continuous improvement toward eco-friendly practices while attracting candidates passionate about sustainability.

4. Prioritising Local Hiring and Remote Work

To reduce their environmental impact, companies are increasingly prioritising local hires and promoting remote work. Remote work minimises the need for commuting, which reduces carbon emissions, and local hiring cuts down on the costs and environmental impacts associated with relocating employees. Salesforce, for instance, has committed to reducing their real estate footprint and enabling more remote work, contributing to a smaller carbon footprint and attracting employees interested in a flexible, sustainable work environment.

Case Studies: Companies Excelling in Sustainable Hiring Practices

1. Patagonia: Aligning Business with Environmental Activism

Patagonia has long been a leader in sustainability, not just in its products but also in its hiring practices. The company has a mission statement that includes environmental activism and empowers employees to take time off for eco-related volunteer work. This commitment makes Patagonia a top choice for eco-conscious talent. As a result, Patagonia consistently ranks high in employee satisfaction and loyalty. In 2020, they launched an internal initiative, “Patagonia Action Works,” that allows employees to participate in environmental projects, creating a sense of community and purpose within the company.

2. Unilever: Recruiting for a Sustainable Future

Unilever is another company that has adopted sustainable hiring practices, aligning its recruitment strategy with its Sustainable Living Plan. Unilever has set ambitious sustainability targets and actively recruits candidates passionate about contributing to these goals. The company also offers a Sustainable Business and Communications Internship, allowing young professionals to work on sustainability projects and gain hands-on experience. As a result, Unilever attracts and retains employees who are aligned with their commitment to making sustainable living commonplace.

3. Google: Sustainable Workspaces and Remote Opportunities

Google has made strides toward sustainability by committing to operating on 24/7 carbon-free energy by 2030. This goal is supported by their recruitment strategy, which emphasises remote and local hires, reducing the environmental impact of employee commuting and relocation. Google’s eco-friendly facilities, powered by renewable energy, also attract employees who value sustainability. The company’s commitment to environmental goals makes it a magnet for eco-conscious talent who are motivated by the company’s high sustainability standards.

This Is How You Can Make Sustainable Hiring Practises A Thing! More than simply a fad, sustainable recruiting practices are a crucial distinction for businesses looking to draw in top talent. Organizations may further their dedication to sustainability and social responsibility by using tools such as the Green Team App. This tool, which is integrated into SAP SuccessFactors Work Zone, not only promotes active employee involvement in CSR initiatives but also turns them into enjoyable and fulfilling experiences. Employees may monitor and further CSR goals with the Green Team App, earning badges and recognition for their eco-friendly work. Contact us to learn how we can transform your business with enduring, successful solutions that encourage participation, growth, and a more sustainable future!

[sumit272]

Are internships mandatory for MBA programs in Mumbai?

Internships are an integral part of the MBA curriculum in Mumbai's top business schools, and Top MBA PGDM Colleges In Mumbai in most cases, they are mandatory. These internships, often referred to as summer internships, serve as a bridge between academic learning and real-world application, providing students with hands-on experience in their chosen fields. Prestigious institutions such as SP Jain Institute of Management and Research (SPJIMR), Jamnalal Bajaj Institute of Management Studies (JBIMS), and Narsee Monjee Institute of Management Studies (NMIMS) emphasize the importance of internships as a core component of their MBA programs.

The Significance of Mandatory Internships

Practical Learning Opportunity: Internships offer students a chance to apply classroom theories in real-world business scenarios. This practical exposure is invaluable in helping students understand industry operations, challenges, and dynamics.

Skill Development: During internships, students refine essential professional skills such as communication, teamwork, analytical thinking, and problem-solving. These experiences help them adapt to the corporate environment effectively.

Career Clarity: Internships Indian School of Management & Studies, (ISMS) Mumbai allow students to explore different domains like finance, marketing, operations, or HR. This exploration helps them identify their areas of interest and make informed career choices.

Networking: Working in a corporate setting enables students to build professional connections, which can later translate into job opportunities. Networking during internships often proves instrumental in career progression.

Structure of MBA Internships in Mumbai Colleges

Duration: Most MBA programs mandate internships of 8–12 weeks, usually during the summer break between the first and second year.

Evaluation: Internships are not only mandatory but also graded. Students must submit detailed reports and make presentations about their internship experiences, which are evaluated by faculty members.

Placement Assistance: Top colleges have dedicated placement cells that liaise with leading companies to ensure that every student secures a high-quality internship.

Industry Participation in Internships

Mumbai, being the financial capital of India, provides MBA students with abundant internship opportunities across sectors such as:

Banking and Finance: Companies like HDFC, ICICI, JP Morgan, and Kotak Mahindra Amity Global Business School, (AGBS) Mumbai regularly offer internships in investment banking, wealth management, and corporate finance.

Consulting: Firms like Deloitte, KPMG, and PwC hire interns for strategy and management consulting roles.

Marketing and Sales: Multinational corporations in FMCG, e-commerce, and technology sectors, such as Hindustan Unilever, Amazon, and Google, provide marketing internships.

Benefits of Mandatory Internships

Pre-Placement Offers (PPOs): Exceptional performance during internships can lead to PPOs, allowing students to secure jobs before the placement season Narsee Monjee Institute of Management Studies, Mumbai,

Resume Enhancement: Work experience gained during internships enhances the student’s resume, making them more attractive to recruiters.

Industry Readiness: Students become well-prepared for the challenges of their future roles, giving them a competitive edge in the job market.

Conclusion

Internships are a mandatory and vital aspect of MBA programs in Mumbai. They not only ensure that students gain practical exposure and industry-relevant skills but also significantly boost their employability. By integrating internships into the curriculum, Mumbai’s top MBA colleges ensure that their graduates are well-equipped to excel in their careers.

[strokes-of-everything]

Okay. Since you can’t read your own writing, let me quote it for you.

“America destroyed the entire world and is on a fast track to killing everyone.”

Hmmmmm. The USA has only existed as nation—and not a colony of the UK—since 1776, so I find this assertion very hard to believe.

Speaking of profits, and destroying the climate, China is the largest producer of carbon dioxide in the world.

The US has also provided more climate finance dollars than China for the past three years.

You mention bananas. Dole was founded by an Irishman who moved to Hawaii in 1899. Chiquita is Swiss. Both countries might have US HQs, but to suggest they are strictly American is a logical fallacy. Or at least historically inaccurate.

Unilever, another problematic company, is British.

You mentions t-shirts. Zara is Spanish. H&M is Swedish. IKEA is Scandinavian. Temu, SHEIN, and Alibaba are Chinese. Primark is British.

You want to talk about corporations and people destroying the world? About how they exploit people? You ought to take it out on the Chinese and Europeans. Not us.

Read a book. Or do some actual research. Instead of screaming nonsense into the Tumblr void.

It's kind of funny that so many people think America is only a fundamentally evil and parasitic entity when the "bad guys" are in office. Elementary schooler type understanding of politics

[everythingaboutlife]

The Rise of IIFL: Innovation in Financial Services

Origin and Founding Story India Infoline, now known as IIFL Finance Limited, was founded in 1995 by Nirmal Jain, a visionary entrepreneur with a background in commerce and management. Jain, an alumnus of the Indian Institute of Management, Ahmedabad, and a certified chartered accountant, began his career with Hindustan Unilever. His experience in the corporate world inspired him to venture into…

[dadayblog3]

Key takeaways:

Importance of Revenue Models – Revenue models are critical for both social and traditional enterprises. They provide a framework for generating income, ensuring financial stability, and supporting business goals like growth, scalability, and impact.

Balancing Mission and Profit – Whether a business is socially driven or profit-oriented, it needs a viable revenue model to survive. Social enterprises prioritize social impact, while traditional enterprises focus more on profit; however, both require steady income to achieve their objectives.

Learning from Successful Companies – Top enterprises like Amazon, Tesla, and Unilever show that adaptability, diversified income streams, and customer loyalty are essential to sustaining and scaling a business. These principles are applicable across different types of businesses, regardless of their mission.

Building Stakeholder Confidence – A strong revenue model and a clear growth strategy build trust among investors, customers, and other stakeholders, which is crucial for a business’s credibility and long-term success.

[ughdfvfiojdf]

Top MBA PGDM Colleges in Indore: Career Paths & Placement Insights

Indore has emerged as a prominent educational hub, offering a range of opportunities for aspiring business professionals. Among the various courses available, an MBA or PGDM (Post Graduate Diploma in Management) is one of the most sought-after programs, with several top MBA PGDM colleges in Indore offering high-quality education. These institutions not only provide rigorous academic curricula but also equip students with the necessary skills to excel in the corporate world. Let’s delve into the career paths and placement insights associated with top MBA PGDM colleges in Indore.

Career Paths After MBA or PGDM

Graduating from a top MBA PGDM college in Indore opens a plethora of career opportunities. Depending on the specialization pursued during the course, students can embark on various professional journeys. Some of the common career paths include:

Management Consulting: A popular choice for MBA and PGDM graduates, consulting offers the chance to work with top organizations, advising them on strategy, operations, and management. Graduates from leading colleges often secure positions in top consulting firms such as McKinsey, BCG, or Deloitte.

Finance and Investment Banking: Many students from the top MBA PGDM colleges in Indore opt for careers in finance, including roles in investment banking, corporate finance, and financial analysis. Firms like Goldman Sachs, JP Morgan, and top Indian banks actively recruit graduates with strong analytical and financial skills.

Marketing and Sales: Another common path is a career in marketing and sales, which includes brand management, digital marketing, and product management. Top companies such as Unilever, P&G, and various startups look for graduates who can innovate and drive business growth.

Human Resources: MBA PGDM graduates with a focus on HR can take on roles such as HR managers, talent acquisition specialists, or organizational development consultants. Leading firms often hire graduates to manage their workforce efficiently.

Entrepreneurship: With a solid foundation in business management, many graduates choose to start their own ventures. The growing startup ecosystem in India, particularly in Indore, offers significant opportunities for those looking to build businesses from the ground up.

Placement Insights

The placement record of top MBA PGDM colleges in Indore is a key factor that attracts prospective students. These colleges have strong industry connections, ensuring that their students get access to some of the best job opportunities in the market.

Top Recruiters: Graduates from top MBA PGDM colleges in Indore have secured placements with renowned companies across various sectors. Top firms such as Accenture, Infosys, Wipro, Amazon, and KPMG visit these colleges to hire talent. These companies look for students with strong leadership qualities, communication skills, and strategic thinking abilities.

Average Salary Packages: The average salary package offered to graduates varies depending on the college and specialization. However, graduates from top colleges in Indore typically earn competitive salaries ranging from INR 6 to 12 lakhs per annum in the initial years. Some high performers, especially those with experience or specialized skills, can even secure packages exceeding INR 15 lakhs.

Internship Opportunities: Internships are a critical part of the MBA PGDM program, as they provide real-world experience and enhance a student’s employability. Top MBA PGDM colleges in Indore ensure that students receive internships with leading companies, giving them the opportunity to build networks and gain valuable industry experience before securing full-time roles.

Career Services and Alumni Network: The presence of robust career services and a strong alumni network in top MBA PGDM colleges in Indore helps students with mentorship and guidance, aiding in their career progression. Regular workshops, resume-building sessions, and career fairs further support students in their job search.

In conclusion, pursuing an MBA or PGDM from a top MBA PGDM college in Indore opens up diverse and lucrative career paths, supported by strong placement records and industry connections. With the right skills, networking, and exposure to top recruiters, graduates are well-equipped to succeed in the dynamic business world.